Page 47 - Operations & Procedures Manuals

While we are an “at-will” employer and reserve the right to terminate employment at any time, with or without reason, it is always in the best interest of the organization to have appropriate documentation in the event there is a wrongful termination or discrimination suit filed against the organization.
Policy No. 220 – Staff Change/Leave/Inactive
Change of Status
If an employee will change employment status (i.e., part time/full time; exempt/non-exempt), then an email notification must be submitted to Human Resources indicating the change and effective date. Status changes could affect benefits eligibility, so Human Resources must be notified immediately and prior to any changes becoming official.
Leave of Absence
If an employee needs to take a leave of absence, Human Resources must be notified immediately. Please consult with HR for details on the various forms of leave. Human Resources will determine which type of leave the employee is eligible for and will manage any additional paperwork that is required with the employee. Important note: If leave is requested for medical reasons, it is unlawful to discuss an employee’s medical condition with any other parties besides HR. Please do not share any details with other staff members to avoid violation of HIPPA regulations.
Inactive Status
If an employee is deemed “inactive”, the supervisor must email Human Resources indicating the last day worked and reason for leaving (if known). An employee is considered “inactive” if they have not worked in the prior pay period, and there is no immediate plan for the employee to return. If it is anticipated that an employee could return in the future, then we will process them as a “rehire” if they return within six months of the last day worked. Supervisor will work with HR to begin separation process, including collection of Club properties if appropriate.
Policy No. 221 – Staff Transfers
No staff member will be transferred to another branch without the prior approval of the COO. Generally, the transfer needs to have the support of the Branch Director/Supervisor from both the Clubs/programs affected by the transfer. COO will work with HR and other departments to ensure impact of transfer on other systems is managed (i.e. Grant billing, budget codes, roster updates, etc.)
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